Human Resource Business Partner

Accountabilities

• • HR business partnership: Partner closely with HR leadership and operational teams to support approximately 275 non-exempt employees and deliver effective HR programs, processes, and best practices.
  • Manager coaching: Advise frontline managers on employee-related matters, performance concerns, employee relations issues, and appropriate approaches to resolving workplace challenges.
  • Performance & career development: Support performance management and career pathing initiatives, helping leaders establish clear expectations, develop employees, and optimize team performance.
  • People analytics: Gather, analyze, and interpret HR metrics to identify workforce trends, understand root causes, and develop recommendations that improve retention and employee engagement.
  • Employee engagement: Help leaders create and execute engagement action plans, establish accountability, and strengthen recognition, communication, employee development, and overall team experience.
  • Employee support: Serve as a trusted resource for employees regarding HR policies, procedures, benefits, workplace concerns, and available support programs.
  • Employee relations & investigations: Conduct thorough, objective, and effective investigations when required, ensuring concerns are handled appropriately and consistently.
  • Compliance: Support compliance with applicable labor regulations, internal policies, and audit requirements while helping maintain sound HR practices.
  • Recognition & experience: Support recognition programs and initiatives designed to strengthen employee development, engagement, retention, and workplace experience.
  • HR operations: Contribute to activities such as exit interviews, stay interviews, employee support initiatives, and other HR programs as needed.
  • Cross-functional collaboration: Build strong relationships across levels of the organization and work collaboratively with HR colleagues and operational leaders to address evolving business and people needs.

  Requirements

  • Education & experience: Bachelor’s degree and at least 4 years of HR experience, including a minimum of 1 year working as an HR Business Partner or in a closely related role.
  • Growth-stage experience: Previous experience working in Human Resources within a fast-growth or rapidly evolving organization.
  • HR expertise: Strong understanding of employee relations, performance management, engagement, career development, HR processes, and workplace practices.
  • Communication: Exceptional communication and interpersonal skills, with the ability to convey confidence, empathy, and trust while engaging effectively with both frontline employees and leaders.
  • Business partnership: Ability to operate at both strategic and operational levels, influence stakeholders, coach managers, and build effective relationships throughout an organization.
  • Analytical capability: Strong analytical and problem-solving skills, including the ability to work with HR metrics, identify trends and root causes, and translate data into actionable recommendations.
  • Adaptability: Comfortable operating in an environment characterized by ambiguity, changing priorities, and rapid growth.
  • Organization: Excellent time management skills, with the ability to prioritize competing demands, multitask effectively, and manage work independently.
  • Collaboration: Strong teamwork skills and the ability to influence and establish productive working relationships across organizational levels.
  • Data orientation: Comfortable working with spreadsheets and using data to organize information, evaluate trends, and inform decisions.
  • Work authorization: Applicants must be able to work in the United States without current or future employment visa sponsorship.
  • Geographic eligibility: The remote position is available to U.S.-based candidates, except those residing in Alaska, California, Hawaii, Montana, New York, North Dakota, Rhode Island, Vermont, or Wyoming.

  Benefits

  • Base salary: $85,000–$105,000, with actual compensation determined based on experience and skill set.
  • Medical coverage: Choice of two medical plans through Blue Cross Blue Shield.
  • HSA support: Employer HSA contribution when enrolled in the high-deductible health plan.
  • Dental & vision: Two dental plan options and one vision plan.
  • Disability & life insurance: Company-paid short-term disability, long-term disability, and life insurance.
  • Additional protection: Voluntary accident insurance, hospital indemnity, critical illness coverage, and legal assistance.
  • Retirement: 401(k) plan with a 4% company match.
  • Employee support: Employee Assistance Program offering six sessions per life incident.
  • Time off: Flexible PTO policy and 7.5 company-observed holidays.
  • Remote flexibility: Fully remote work environment for eligible U.S.-based employees.
  • Professional development: One-on-one management, quarterly goal-setting sessions, career development opportunities, and a culture focused on advancement when ready.
  • Culture & connection: Annual and periodic in-person events, including summits and roadshows, alongside remote connection opportunities.
  • Employee experience: Company swag, surprise mailers, employee resource groups, recognition initiatives, and evolving health and wellness campaigns.
  • Growth opportunities: Opportunities to shape your career, expand your skills, and make a measurable impact in a growing organization.